JOB ANALYSIS
INTRODUCTION
Job analysis is a process of determining the essential characteristics that are
necessary to perform the job effectively
Job analysis is a process of determining which characteristics are necessary for
satisfactory job performance and analyzing the environmental conditions in which
the job is performed.
The process of job analysis leads to development of two documents viz., job
description and job specification.
Significance of Job Analysis
Manpower Planning: job analysis helps in forecasting manpower requirements
based on the knowledge and skills and quality of manpower needed in organization
Recruitment: A carefully designed job analysis provides information as to what
sources of recruitment are to be used to hire employees.
Selection: Selection of the right candidate to the right job can only be done with
the help of job analysis.
Training and Career Development: Job analysis provides valuable information to
develop training programs. It provides information about what skills are to be
trained.
Placement and socialization: After people are selected and trained, they must be
placed in suitable jobs. Job analysis provides information about the suitability of
jobs. A clear job analysis guides the process to socialize the employees to develop
sound relationships with all those persons.
Compensation: Job analysis provides information as to how much compensation
and other financial and non-financial benefits to be associated with each job.
Employee Safety and Welfare: Job analysis details information on working
conditions. Thus, management tries to provide safety and welfare measures that are
outlined in job analysis.
Performance Appraisal: Performance of employees is appraised based on
standard criteria provided in the job analysis.
Counselling: A good job analysis provides information to the superiors about the
jobs. They use this information to guide and counsel employees about their career
options, performance, training requirements and skill up-gradation.
Strategic Planning: Job analysis enables human resource manager to develop a
long-range strategic plan in all concerned areas of human resources.
Components of Job Analysis
Job Description: It is an important document. It is descriptive in nature. It is
useful to identify a job for consideration by job analyst.
● Job title: title of the job and other identifying information such as wages,
salaries, other benefits
● Summary: summary is written in one or two lines that describes what outputs
are expected from job incumbents.
● Equipment: a clear statement of tools, equipment and other information
required to perform job effectively.
● Environment: a clear description of the working conditions of the job, the
location and other characteristics of work environment such as hazards, noise,
temperature, cleanliness etc.
● Activities: a description about the job duties, responsibilities, and expected
behaviour on the job. A description of social interactions associated with the job
such as the size of work group, interpersonal interaction on the job is made.
Job Specifications: It also known as man or employee specifications is prepared
on the basis of job specification. It specifies the qualities required in a job
incumbent for the effective performance of the job.
Basic contents of a job specification are as follows:
1. Personal characteristics such as education, job experience, age, sex, and extra
co-curricular activities.
2. Physical characteristics such as height, weight, chest, vision, hearing, health,
voice poise, and hand and foot coordination, (for specific positions only).
3. Mental characteristics such as general intelligence, memory, judgment, foresight,
ability to concentrate, etc.
4. Social and psychological characteristics such as emotional ability, flexibility,
manners, drive, conversational ability, interpersonal ability, attitude, values,
creativity etc.